Managed Benefits · Nevada
Nevada is a mini-COBRA state: smaller employers must let departing employees keep group coverage under state law. BEG Managed Benefits, powered by isolved, runs the notices, elections, and premium tracking so the rules are handled. You keep your broker; we do the administration.
Your monthly estimate on screen - no call required
Nevada Continuation, In Brief
| State law | Nev. Rev. Stat. 689B.245 (required continuation provision); Nev. Rev. Stat. 689B.249 (termination of continued coverage before end of period) |
| Employers covered | Group health policies issued to employers with fewer than 20 employees (below the federal COBRA threshold). Federal COBRA governs employers with 20 or more employees. |
| Maximum continuation | Up to 18 months |
| At 20 or more employees | Federal COBRA applies instead |
| Marketplace | Runs its own state-based marketplace: Nevada Health Link (https://www.nevadahealthlink.com/). |
Source: Nevada statute and department of insurance (www.leg.state.nv.us). This page is general information, not legal advice.
Why It Lands On You
The Nevada rule reaches companies too small to have a benefits department, yet the notices, election windows, and premium tracking look a lot like federal COBRA. Miss a required notice and the exposure accrues per person. BEG Managed Benefits, powered by isolved, runs Nevada continuation the same way it runs enrollment: notices generated on the qualifying event, elections and payments tracked, and the clock watched so nothing slips. Your broker keeps advising you and placing coverage. We own the administration behind it.
Your monthly estimate on screen - no call required
See COBRA vs mini-COBRA, or return to the Managed Benefits overview.
Questions
Yes. Nevada has a state continuation, or mini-COBRA, law that lets employees of smaller companies keep group health coverage after a qualifying event, filling the gap below the federal COBRA threshold of 20 employees. Group health policies issued to employers with fewer than 20 employees (below the federal COBRA threshold). Federal COBRA governs employers with 20 or more employees.
Up to 18 months, subject to the state's early-termination rules such as non-payment of premium or becoming covered under another plan.
An employee whose employment is terminated for any reason other than gross misconduct, or whose hours are reduced so they lose eligibility, may elect to continue identical coverage (excluding eye and dental) for up to 18 months. The employee, spouse, or dependent child must have been covered under the employer's group policy for at least 12 consecutive months before coverage ended to be eligible.
No. Federal COBRA applies to employers with 20 or more employees, and the Nevada law covers the smaller groups federal COBRA does not reach. A company is generally subject to one or the other based on size.
The employer and insurer carry the notice and election duties, and the exposure accrues per person if they are missed. BEG Managed Benefits, powered by isolved, runs enrollment, notices, election tracking, and premium status in one system. You keep your broker; we do the administration.
Ready?
Answer a few questions, get your exact number in about 90 seconds. No call required, no commitment.
Your monthly estimate on screen - no call required
